Happy Anniversary! 2017 marks the 35th anniversary of the Committee of 200 and the 30th anniversary of the Committee of 200 Foundation. Throughout this celebratory year, we will reflect upon our accomplishments, recognize those who have helped build the organization and look forward to the future. To remind us of the era

in which C200 was founded, in 1982, Time Magazine named the Computer “Man” of the Year; it was also during this year that the founding members of C200, all entrepreneurs, first gathered.

As the years rolled by, the organization gradually opened its membership to corporate women, initially instituting limits on the numbers permitted to be members! Today, we’re proud to have close to a 50-50 balance between the entrepreneurs and corporate women, which is one important factor that creates such strength in our Peer Community. This year, we intend to make sure that all of our members clearly understand our membership criteria in the hopes that you will continue to recommend qualified women to join our great organization and build on the momentum of our growth in the last few years. As we expand, our esteemed Council program will become even more important because of the way these intimate groups bring together our members in support of one another. As you make plans for 2017, please consider joining a regional, virtual or special interest Council. I promise, you won’t regret it!

As I look forward to my second year as Chair of C200, I am anxiously awaiting the completion of our new website as well as improved mobile access to our

C200 Councils 3

Welcome Our Newest C200 Members 4

Nominating Members 4

Please Nominate a Qualified Woman from Your Peer Network Today! 4

C200 Executive Series: Inside Insights 5

Thank You 9

C200 and BizWomen 9

C200 IvyExec Partnership 10

Sponsor Profile 1 1

C200 and C200 Foundation Contributors 12

Upcoming Events 13

Upcoming Annual Conferences 14

January 2017 | Issue 6 www.c200.org

continues on page 2

NewsletterA Message from The Chairs

CONTENTS

LAURA GRONDIN

2

Members can participate with the Foundation by:n Nominating an undergraduate or

graduate institution for a future Reachout program

n Joining C200 Scholars at our April event in Chicago

n Becoming a C200 Protégé mentor for the new class that will launch in February

n Helping us identify corporations to become sponsors and/or corporate women who would benefit from our pre-conference Corporate Reachout the day before our November conference begins

n Nominating a Luminary Award candidate AND

n Signing up for a funraiser or contributing to the Foundation in another way

Finally, please mark your calendars for our London Symposium and Reachout, May 14-16, hosted by Tamara Box, Marisa Drew and Liz Musch and our Annual Conference, November 2-5, chaired by Luann Via and Roz Alford.

I encourage you to choose upping your engagement with C200 as one of your goals for the New Year – it’s on my list, I hope it’s also on yours!

Sincerely,

Laura Grondin C200 Chair

website and member directory. Included in our online improvements will be a fresh look for our brand and better overall optics for the organization. To support these efforts, please update your C200 profile. There are many new ways to tell your fellow members more about yourself in order to better facilitate connections between members – a critical way in which we can advance and help each other reach our individual goals.

The leadership at the Foundation has recently transitioned from Roz Alford to Pamela Craig, who started her term at the beginning of January. I would sincerely like to thank Roz

for her unwavering commitment to the Foundation and its mission of advancing women in business. Under Pamela’s leadership, the Foundation will continue to seek contributions from members and from sponsors to further this important work. The focus will be on advancing women in business who are pursuing their education (C200 Scholars), who are building their own business (C200 Protégé Program), and who are stepping up to running corporate divisions at scale (C200 pre-conference Corporate Reachout).

A Message from The Chairsc o n t i n u e d f r o m p a g e 1

PEER COMMUNITY C200 NEwSlETTEr

PAMELA CRAIG

2 3

C200 Newsletter

Tap Into the Power of C200 Councils Today

PEER COMMUNITY C200 NEwSlETTEr

The data speaks for itself: In a recent C200 member survey, 82% of members who belong to a Council agreed that the peer support received through this program is the greatest value of their membership. If you haven’t already joined a C200 Council, 2017 is the time to invest in you and your business by becoming a member of a regional, virtual or special interest Council – and tapping into the full power of your fellow C200 members.

“Whether you’re a corporate executive or an entrepreneur, at this level, we are all facing similar issues within our businesses,” explains longtime Council member, current Council Chair and member of the C200 Board of Directors, Beth Bronfman, Managing Partner of VIEW The Agency. “I’ve been so impressed by the level of insight, kindness and support that the women in my C200 Council have shared with me and with each another. They’ve truly become my own personal board of directors.”

Like each C200 member, no Council is exactly alike. While the organization

provides support with onboarding and best practices, each group takes on its own “personality” that may change as the Council evolves. In fact, it’s this very interconnectedness that makes each Council so unique. Where else can our members speak confidentially to an all-female peer group about their biggest successes and most difficult challenges?

C200 Councils meet in-person or by telephone, making it easy for anyone to join and participate regardless of your geographic location or schedule. We also now have several special interest Councils, including “Industrial Manufacturing,” for corporate leaders in industrial manufacturing who are looking for targeted support and expertise, and the newly formed “Board Council,” specifically geared towards members interested in getting on a corporate board.

If you would like to learn more about the Council program, join a Council, or are interested in forming a new one, please contact Amy O’Keeffe or call (312) 255-0296, ext. 107.

4

C200 NEwSlETTErC200 NEwSlETTErPEER COMMUNITY C200 NEwSlETTErC200 NEwSlETTErPEER COMMUNITY

The C200 Peer Community is a sanctuary for the world’s most successful women business leaders and a resource to enrich each other and our businesses. Members are passionately supportive of each other and honor confidentiality. C200 members are highly satisfied and value the opportunities offered by the organization to connect, share wisdom, inspire, learn, celebrate and have fun.

Membership Criteria Members are women executives who are running for-profit businesses and have P&L responsibility, are among the most senior executives in their companies, and are committed to advancing women in business.

Financial Responsibilityn A Corporate Candidate is responsible for the P&L

of the company or subsidiary/division generating annual revenues of at least $250 million. Candidates are responsible for the operations of a company or business unit (such as CEO, COO, General Manager, Operating President).

n An Entrepreneur Candidate is responsible for the P&L of the company, is reporting a minimum of $20 million in annual revenues, be a company founder and/or a majority or controlling owner.

n A candidate who does not meet the membership criteria today, but clearly has met the criteria within the last three years, will be considered.

Leadership QualitiesIn addition to meeting the financial requirements, the following criteria will be considered in evaluating a candidate for membership:n Recognized leadership within her companyn Recognized leadership within her industryn Recognized leadership within her community

Additional ConsiderationsA candidate running a non-profit may be eligible if there is a direct for-profit counterpart company, e.g. TIAA – Fidelity, Blue Cross Blue Shield – Aetna. Revenues are considered on the same basis as the for-profit counterpart and are not based on donations or grants.

The Board of Directors may approve additional factors for consideration on a case-by-case basis.

If you’d like to nominate a prospect or learn more about the nomination process, please contact Amy O’Keeffe.

Please Nominate a Qualified Woman from Your Peer Network Today!

Welcome Our Newest C200 Members(Oct. 16 - Dec. 31, 2016)

EILEEN CAMPBELLFormer Chief Executive Officer Millward BrownCurrent Chief Marketing Office IMAX Corporation

TERRI CHAPMAN CEO MNP Corporation DENISE GIBSONCo-Founder & Chairman Ice Mobility LYNN JURICHCo-Founder & CEO Sunrun Inc.

JANET MATRICCIANICEO World Acceptance Corporation

MAYA STRELYAR-MIGOTTIExecutive Vice PresidentSmart Networked Devices and Solutions, Marvell Semiconductors

DEBBIE POLISHOOKGroup Chief Executive Accenture Operations, Accenture LISA WARDELLCEO DeVry Education Group

JILL WYANTExecutive Vice President and President Global Food and Beverage, Healthcare and Life Sciences Ecolab

Nominating MembersWe thank our members who nominated or recommended new members. (Oct. 16 - Dec. 31, 2016)Dorrit BernMaryann BrucePam CraigKatherine August-deWildeMindi FynkeHannah KainLiz MuschMarcia PageSonja Hoel PerkinsRani Yadav-RanjanLuAnn Via

5

C200 Newsletter

4

C200 NEwSlETTEr

The C200 Executive Series: Inside InsightsReal Talk on Diversity from the C-Suite

I was wondering, can you highlight for me who are the women on the list? Who are the minorities?” I’m not sure how many years they had been following this same protocol, but I couldn’t believe no one had raised this question before. You could tell they just hadn’t thought about it. It was only once we highlighted this weakness and focused on it that changes started to happen.

JuE Wong (JW): Prior to the past 12 years I’ve spent in beauty, where there are a lot more women in the business, though still primarily men in the boardroom, I had always worked in male-dominated industries where no one else ‘looked’ like me. Because I am so aware of these differences, and the fact that I am representative of both a minority ethnicity and gender, people tend to listen when I speak up about diversity. Having said that – and because of that – it is a real chore to always try to be vigilant about giving voice to these issues.

KNF: Have you always been so vigilant about asking questions and raising issues around diversity?

JuE: By the time I got to the corporate world, I wasn’t afraid of having my voice heard on these issues, but rather more conscious that if I was going to say anything, it had to be material. I was raised in Singapore and completed my higher education in Australia where there were hardly any Asian students. Then I started off as a commodities trader where everything was based on my P&L, which went from $215 million to $2.5 billion, so I basically found myself having to speak up out of necessity. But I felt I could do it because I had the numbers.

SA: I’m an African American female, and early in my career I tended to be one of the younger people on management continues on page 6

In our third installment of The C200 Executive Series: Inside Insights, we present two C200 members from very different industries who are on the front lines of the diversity conversation: JuE Wong, President of the iconic cosmetics, skin care, and fragrance company Elizabeth Arden, and Shellye Archambeau, CEO of MetricStream, a company providing governance, risk and compliance software solutions. Read on to learn more about how they’ve effectively raised issues of diversity and created change throughout their careers, their thoughts on “busting” bias and how they feel industry plays a role in the way women and minorities advance.

A special thank you to our former C200 Protégé Katherin Nukk-Freeman for moderating this discussion. Over ten years ago, Nukk-Freeman founded the largest woman-owned management side employment law firm on the East Coast, and in 2013 she launched SHIFT HR Compliance Training to further help employers create a better and more diverse workplace.

Katherin Nukk-Freeman (KNF): Throughout your careers, how have you dealt with situations where topics around diversity – specifically at the C-Suite or board level – are simply not being addressed?

Shellye Archambeau (SA): You’ve got to be willing to ask questions. Ten years ago I was a new member of an otherwise all-male public board, and we were doing our annual review of succession planning, examining the pipeline, etc. Candidates for review were all listed by their first initial, last name with no indication of male/female or minority/non-minority. At the end of the conversation, I said, “I’m new here, and

ADVANCING MEMBERS

Please Nominate a Qualified Woman from Your Peer Network Today!

6

C200 Newsletter

and leadership teams so I was definitely not as confident in speaking up and being that voice. I also came up in the 80s when women were trying to blend in with our pinstriped suits and silk bowties. The whole concept of being your authentic self was not in play. It really wasn’t until I got more confident, and more mature, that I was able to raise those points and not feel that I was suddenly being pigeonholed.

KNF: What lessons have you learned from your experiences that might help other C200 members better effect real change in the C-Suite or within their companies?

SA: I think you need to continually examine your organizational structure, specifically your leadership and your pipeline. At MetricStream, the board and I do this annually to make sure that we are prepared for the next stage of our business. Here again, I find myself asking the question, “Where are the women? Where are the minorities?” I don’t say, “We need five women.” I just ask the broader question. You would be amazed that sometimes people just don’t think about these things. And it’s not just men. I ask the same questions of women who are leading all male teams. Then, look at the candidates you are considering hiring for key roles. I can’t believe this is something I have to go back to the recruiters and push on, but I do.

JW: I think it all comes back to having P&L experience. It’s critical to have the financial discipline and principals under your belt in order to climb the rungs of the corporate ladder, especially as a woman and a minority. If you have this, you can advocate for diversity inclusion, both for yourself and for others. I’m up for a board role right now and the recruiter expressed concern that I didn’t have an understanding of what a balance sheet is because I’m in the beauty business. That’s the bias I’m up against. You are either a female or a

minority or there’s a preconceived notion about the industry you are in – and it all clouds people’s judgment and perception of you. But if you have the numbers and the knowledge to back it up you are coming from a stronger position.

KNF: In my work, we talk to a lot of organizations about issues surrounding unconscious and implicit bias. What are some of the most effective ways you have found to “bust” these biases in your company or in the C-Suite?

SA: This is so hard. I don’t think you can eliminate unconscious bias, but I do think you can raise it to “conscious” bias by trying to understand it and counter it in how you are operating. For example, during the hiring process you can fall in love with the candidate and then the job description morphs to fit the person you like most. But if you’ve clearly laid out the responsibilities and the behavior traits you are looking for, it’s easier to keep that fixed when you have a panel of people interviewing.

JW: I think it’s about creating opportunities for people to recognize their own unconscious bias, even when they are not articulating it, and let them embrace it themselves. But that’s tough to do. We have a very strong HR department at Elizabeth Arden, but rightly or wrongly – like all the big corporations – there are is a checkbox of all the experience they look for when hiring. So you tend to end up with the same kind of candidates for a lot of roles. In 2016 I encouraged our HR team to consider bringing in summer interns outside of this traditional pedigree. At the end of the summer, we hired two interns for entry-level roles – one who had a strong beauty background and one who did not. This was a great proof point to encourage us to look at a healthier mix of candidates going forward.

KNF: What role does your industry and company play in the diversity discussion?

continues on page 7

Inside Insightsc o n t i n u e d f r o m p a g e 5

ADVANCING MEMBERS C200 NEwSlETTEr

6 7

C200 NewsletterC200 NEwSlETTEr

SA: I think industry plays a huge role in how we deal with diversity. Being in technology, there are a lot of issues around the pipeline. One of my mentors used to say, “The best person for a job can indeed be a woman, it just takes longer to find them.” But just because it’s harder doesn’t mean it’s impossible.

Also, to touch back on JuE’s point about these specific ‘checkbox’ qualifications that come up, I hear a lot of companies say they only hire from top tier schools. I think this is a mistake because this cuts out a huge candidate pool who may also be “the best and brightest” but who cannot afford to attend these top universities. The same goes for boards who only look to bring on people with CEO experience. You just significantly limited your pool in terms of women and minorities. What about a candidate who ran North American operations for a multi-billion dollar business, wouldn’t they have similar skills? Opening up that aperture is an important element.

JW: Spot on. Shellye obviously had a huge amount of courage going into a male-dominated industry, but some women choose to follow a path with less “resistance” in an industry or business where they might have a more direct route to success. I have friends who have opted out of the corporate world, gone into business for themselves, and sold their companies to L’Oreal and Estee Lauder. In fact, in the beauty world virtually all of the innovation is coming from emerging brands. So industry can play a major role in how your career unfolds, especially as a woman and a minority.

KNF: Do either of you have diversity and inclusion officers in your organizations and if not, why?

SA: We don’t, and I haven’t really seen a need yet. We’re a global company and while I wouldn’t say we’re perfect in terms of diversity, it’s something I personally champion and that the organization is paying close attention to.

JW: We don’t either, but at Arden our whole HR department is comprised of minorities and women, which is good to see. I believe the diversity role is a little bit tricky because it can encourage complacency if compromised in any way. If programming is seen more as “nice to have” vs. a cultural shift, it can be more damaging than helpful. I think diversity and inclusion has to come from the top, or it may never permeate the whole organization.

SHELLYE ARCHAMBEAU Chief Executive OfficerMetricStream

As the CEO of MetricStream, Shellye Archambeau is responsible for running all facets of the business. Under her leadership, MetricStream has become a global

market leader in Governance, Risk, and Compliance, with offices on nearly every continent and over 1000 employees. Prior to joining MetricStream in 2002, Ms. Archambeau was the Chief Marketing Officer and Executive Vice President of Sales for Loudcloud, Inc., where she was responsible for all global sales and marketing activities. Prior to that, she served as the Chief Marketing Officer of NorthPoint Communications, where she led the design and implementation of all sales and marketing strategies. Ms. Archambeau also served as President of Blockbuster, Inc.’s e-commerce division where she was recognized by Internet World as one of the Top 25 ‘Click and Mortar’ executives in the country in June 2000. Prior to that, Ms. Archambeau spent 15 years at IBM, holding several domestic and international executive positions. Ms. Archambeau currently serves on the board of directors for

Inside Insightsc o n t i n u e d f r o m p a g e 6

ADVANCING MEMBERS

continues on page 8

88

C200 Newsletter

the Silicon Valley Leadership Group, Arbitron, Inc., IT Senior Management Forum, the Forum for Women Entrepreneurs and Executives, and Watermark.

JUE WONGPresidentElizabeth Arden

JuE Wong joined the company in August 2015 as President of the Elizabeth Arden brand. A seasoned global executive within the beauty industry, Ms. Wong previously

served as Chief Executive Officer of StriVectin and Astral Brands. She also held several leadership positions for brands including N.V. Perricone M.D. Cosmeceuticals and Murad. Ms. Wong began her career as a commodities trader at Cargill Inc., and also worked for PepsiCo and Dial Corp.

KATHERIN NUKK-FREEMAN, ESQ.Co-Founding Partner, CEO Nukk-Freeman & Cerra, PCFounder, SHIFT HR Compliance Training, LLCAV Rated, Martindale HubbellSHIFT HR Compliance Training

Katherin Nukk-Freeman is the co-founder of Nukk-Freeman & Cerra, P.C. Employment Attorneys, one of the most highly ranked Labor and Employment Law Firms in

the New York/New Jersey metropolitan area. Ms. Nukk-Freeman is also the co-founder of SHIFT HR Compliance Training. As a dynamic employment law

training instructor and industry thought leader, Katherin partners with clients to develop and implement strategies to manage risk, comply with the law, increase productivity and create an overall better workplace. Leveraging more than 20 years of success as a trusted advisor to corporate leaders, Katherin enables companies to proactively address and effectively manage workplace issues related to harassment and discrimination complaints, COBRA compliance, disability and leave law, wage and hour disputes, social media risks, staff reductions in force, and high-risk terminations.

Katherin created SHIFT HR Compliance Training to provide innovative, engaging and impactful online training services to companies of all sizes from start-ups to Fortune 50 companies. A dynamic, woman-owned and certified company, SHIFT provides online educational programs to employers to engage their employees through highly interactive modules. SHIFT’s training programs are tailored to an employer’s individual requirements after a detailed assessment. SHIFT helps companies create a better culture of ethical and professional behavior, and diversity and inclusion in the workplace.

Nukk-Freeman was a graduating member of the C200 Protégé Program class of 2015/2016.

Inside Insightsc o n t i n u e d f r o m p a g e 7

ADVANCING MEMBERS C200 NEwSlETTEr

Feel free to contact our featured members:Shellye Archambeau JuE WongKatherin Nukk-Freeman

If you are interested in participating in an upcoming Inside Insights conversation or have a topic to suggest, please contact Lauren Banyar Reich.

8 9

C200 Newsletter

8

ADVANCING MEMBERS C200 NEwSlETTEr

C200 would like to take this opportunity to thank our members for your ongoing support of our strategic communications and public relations initiatives in 2016 and for helping C200 share our mission with both internal and external audiences.

Through our partnership with IvyExec, an online career hub for over 600,000 executives who are looking to advance their careers, we have published bylined articles from 10 outstanding members providing insights and key takeaways on critical topics including

risk management and negotiation. We have also tapped four members willing to be profiled in C200’s Leadership Lessons column, a result of our relationship with PNC and BizWomen.com, a website featuring the latest news for women in business. Finally, 2016 also saw the launch our Inside Insights column, an in-depth conversation amongst members on topics ranging from family business succession planning to doing business with Silicon Valley, in an effort to showcase the deep level of knowledge and experience within our

membership, to our membership and beyond.

All in, dozens of you have generously shared your time and expertise through these and other media opportunities on behalf of C200, and we are grateful for your efforts to help raise the profile of the organization and our mission to support the next generation of women in business. There will be many more opportunities ahead in 2017, so please contact Lauren Banyar Reich for more information.

Thank You

TRACY GUARINOIndependent Director

Leadership Lessons: Tech success requires knowledge, business acumen - and perseverancePerseverance: Nothing beats hard work and never giving up on yourself. Always ask for what you want and be specific about what you need.

FLORINE MARK President & Chair of the Board of The WW Group, Inc.

Leadership Lessons: Insights from a pioneer of the Weight Watchers revolutionIf each of us grows to our capacity and then helps another woman reach hers, we will all excel.

C200 has partnered with PNC and BizWomen on the “Leadership Lessons” series, inspired by the format of Corner Office in the New York Times, and featuring C200 members sharing key business lessons, tips on hiring, advice for the next generation of business leaders and more. BizWomen.com provides news, events and conversations for an audience of over 170,000 monthly readers.

C200 and BizWomen

10

C200 NewsletterC200 NEwSlETTEr

LAURA GRONDINOwner, President & CEO of Virginia Industries, Inc.

5 Lessons Sailboat Racing Taught Me About BusinessSailboat racing is an intense mental challenge requiring a strong competitive spirit and physical agility.

LARRAINE SEGILCEO of Little Farm Company

Fearless Leadership: Don’t Be Afraid of the ‘No’Being CEO of an Advanced Materials Distribution Company, a Healthcare company and a Professional services firm taught me much about leadership – what works, and what doesn’t.

MARYANN BRUCEPublic and Private Independent Board Member and Financial Services Expert

Surviving the Miracle on the Hudson: Why Purpose & Passion are Nothing Without PerspectiveJanuary 15th 2017 marked the eighth anniversary of “The Miracle on the Hudson,” when Capt. Chesley “Sully” Sullenberger saved the lives of 155 people – including my own....

C200’s IvyExec Partnership in Action

Since March of last year, C200 has partnered with IvyExec.com, a members-only executive job site and information hub for successful senior business people, to share original content generated by our members, showcase their expertise, and raise C200 brand awareness.

A huge thank you to our most recent roster of member authors – Laura Grondin, Larraine Segil and Maryann Bruce – and to the soon-to-be-published members who have agreed to be part of this exciting initiative. We are happy to report that there has been an overwhelmingly positive response to this partnership and encourage you to reach out to Lauren Banyar Reich if you have an idea for a column.

ADVANCING MEMBERS

11

C200 Newsletter

10

Born and raised in Sonoma County, Jennifer Higgins was contemplating med school when she began working part-time in a tasting room under the

legendary Zelma Long, one of the pioneering women in winemaking. Higgins went on to get her first production job from another industry veteran, Jill Davis, whom she worked with and was mentored by for over two decades – and the rest is oenological history.

Lambert Bridge, a family-owned vineyard where Higgins has worked for the past 7 years, represents the best of “Old Sonoma” charm complete with all of the modern tools of winemaking. By keeping production small and standards incredibly high (wine is only sold at their tasting bar or to members of their Liquid Assets Club), Higgins and her team get to focus on what they love – making great wine to share with people who really appreciate it.

Higgins doesn’t like to “play the woman card” in the traditionally male-

dominated world of winemaking, but she does make it a priority to support other women in the Sonoma community who are passionate and dedicated to the craft.

“Winemaking is hard work! You leave your family for two months during harvest season for this very demanding but rewarding job,” explains Higgins. “For women, it’s a small community and an exceptional network. There are amazing women coming up in the ranks and, like with wine, you put so much in the development of the final product that you want to be part of something – or someone – worth sharing!”

We’d like to thank Lambert Bridge Winery for sponsoring C200 and our efforts to cultivate the next generation of women business leaders. For more information, visit www.lambertbridge.com.

C200 NEwSlETTErADVANCING WOMEN IN BUSINESS

Jennifer Higgins Winemaker Lambert Bridge Winery

C200 Sponsor Profile: Jennifer Higgins, Winemaker at Lambert Bridge Winery

12

C200 NewsletterADVANCING WOMEN IN BUSINESS

C200 and C200 Foundation ContributorsWe honor, celebrate and thank the following members for their generous cash contributions to the C200 Foundation from Oct. 16 - Dec. 31, 2016

Roz AlfordClaire ArnoldKatherine August-deWildeJan BabiakCheryl BachelderLauren Banyar ReichRochelle BartholomewLisa BartonCarol BernickAmber BrookmanMaxine BurtonMarion CameronDoris ChristopherPatricia ClohertyLisa ClydeLinda CoughlinPamela CraigJane DongAna DutraJoanna EarlMichele FabriziUrsula FairbairnJulie Fasone HolderLynne Marie FinnJoele FrankEdie FraserTanya FrattoDana FusarisLaura GrondinTracy GuarinoSally Guthrie

Alison GuttermanLili HallLaura HerringSonja Hoel PerkinsTracy HollandCarol JohnsonTerri JondahlCandace KendleMichelle KerrKatina KollerMeredith LeapleySherri LeeMary Ann LevittChristina LomasneyCarol LoweNancy MackenzieKimber MaderazzoEllen MarramPaula MarshallDiane McCue Linda McFarland FarthingJudi MissetBeth MooneyBarbara MowryJan MuhlemanLiz MuschSusan NetheroKrista O’MalleyPamela O’RourkeMarcia PageDiana Peninger

Renee Pepys LoweAbbe RavenDiana ReidGloria RodriguezJanna RonertAndra RushJana SchreuderMarsha SerlinAntonia ShustaMarilyn Skony StammJoanna SohovichHeidi SteigerBernee StromSybil StrumRoberta SydneyMarcy SymsKara TrottSarah ValentiniLaurie Van BruntDonna Van EekerenJudith Von SeldeneckKathleen WaltersJane WarnerMartha Wilke MurrayMary WolfsonMonica WoodenKaren WrightMei XuDonna ZarconeMarcie Zlotnik

C200 NEwSlETTEr

12

12

Join us for these upcoming eventsWe encourage you to attend any event in any region. Here’s a list of some of the upcoming events across the country. (Click here to access the full events schedule.)

LONDONMay 14-16Join us at the London Symposium and Reachout. This unique event focusing on global security issues is hosted by Liz Musch, Marisa Drew and Tamara Box. You’ll have the opportunity to meet & hear from global security experts and learn how the European situation impacts us all. As keynote speaker we have Cherie Blair, the very accomplished international lawyer and wife of Tony Blair. Come, do some shopping, go to the theatre to see a show, and participate in the Reachout at the London School of Economics. The weather should be perfect.Mark your 2017 calendars now. Further details will be forthcoming early in the new year.

FUN RAISER: SUN VALLEYSun Valley, IdahoJuly 20-23, 2017Hosted by Venetia Kontogouris and Mindy MeadsThe original Fun Raiser location is back by popular demand. On top of all of the outdoor delights Sun Valley has to offer in the summer, you will have the chance to participate in the annual Sun Valley Wine Auction. This will include the chance to enjoy spectacular wine and food pairing created by world-class chefs. Limited to 20 C200 members.The $5,000 contribution to the C200 Foundation will secure your spot. ($4,000 of this contribution is considered tax deductible. The remaining $1,000 covers meals, lodging and most of your activities for the weekend.) C200 members only.Register today!In the words of a recent C200 Fun Raiser participant “I have memories of great friends, wonderful experiences and most importantly a gazillion laughs. It was a perfect weekend!”

FUN RAISER: FORT LAUDERDALEFort Lauderdale, FloridaMay 18-21, 2017Hosted by Roz Alford, Sarah Valentini and LuAnn Via

May is one of the most beautiful months in South Florida. Roz, Sarah and LuAnn are planning a weekend of delights that will include beaches, boats and the best that Fort Lauderdale has to offer in culture and cuisine. Limited to 20 C200 members.

The $5,000 contribution to the C200 Foundation will secure your spot. ($4,000 of this contribution is considered tax deductible. The remaining $1,000 covers meals, lodging and most of your activities for the weekend.) C200 members only.

WAYNE STATE REACHOUTChaired by Florine MarkPlease contact Sioban Lombardi for more informationApril 6-7, 2017Detroit, MIClick here to register

PEER COMMUNITY C200 NEwSlETTEr

13

C200 NEwSlETTEr

Mark Your Calendar – Annual Conferences

The Committee of 200 (C200)980 N. Michigan Avenue

Suite 1575

Chicago, IL 60611

Phone (312) 255-0296

info@c200.org

www.c200.org

Issue 6

ResourcesLeadership

Sponsorship Opportunities

C200 Foundation Overview

New Members

Membership Criteria

Nomination Process

Reachouts

Protégé Program Nominations

Protégé Program Application Criteria

Protégé Program Mentor Criteria

FAQs

Staff

New Web PortalStill have questions about the new website portal? Please contact Miranda Ehmke today. mehmke@c200.org or (312) 255-0296 x100.

2017

2018

NOVEMBER 2-5

MIAMI, FL

RITZ-CARLTON KEY BISCAYNE

NOVEMBER 1-4

DALLAS, TX

FOUR SEASONS AT LAS COLINAS

PEER COMMUNITY